Best HRIS Systems & Software 2022 | TechnologyAdvice

How does an HRIS streamline your HR processes?

A human resources information system (HRIS) is a centralized database that houses employee information, automates core HR functions, runs basic reports, and serves as a self-service portal for employees and HR staff.

It’s best for businesses with one-person or small HR teams that only need essential HR functions like payroll, benefits administration, and time tracking.

Businesses moving away from traditional spreadsheet programs and paper processes usually start with an HRIS as their first HR software solution and add-on features as they grow.

Although all HRIS systems include a centralized and systematic way to manage employee data, some also come with other essential features, like leave management, payroll, and time tracking.

Best HRIS systems

Provider

Best for

Starting price range*

Gusto

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Best overall

Mid

BambooHR

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Employee experience

High**

GoCo

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Employee recordkeeping

High**

Rippling

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Growing businesses

High

Deel HR

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Global HR management

Low

*The range indicated reflects how pricey each platform is. For reference, a low range denotes that it’s cheap, while a high range means it is quite expensive. I also used each software’s basic plan without add-ons to compare pricing for a business with 25 employees and determine affordability.

**These platforms do not reveal their starting prices. However, this is my best-guess cost estimate based on user reviews, deep research, and my expertise.

The HRIS market is booming

According to GrowthMarketReports, the global HRIS software market was valued at $23.1 billion in 2024 and is projected to grow at a 9.7% CAGR through 2033. This rapid growth signals that more businesses are moving away from manual processes and investing in digital HR tools. Companies that adopt early gain a competitive edge in efficiency, compliance, and employee experience and late adopters risk falling behind.

Why you can trust my advice

My choices for the top HRIS systems are based on more than five years of experience writing about and evaluating HR systems for small to mid-sized businesses (SMBs). I also have 10 years of expertise in handling different facets of human resources, including managing HRIS, time tracking, and payroll software. These allowed me to provide insights to help business owners determine which HR system best fits their needs.

Methodology

To evaluate the best HRIS systems, I collaborated with Irene Casucian, one of our expert research analysts, to review and compare 11 HR systems. We used a 54-point rubric created by Jessica Dennis, who also selected the products we evaluated based on her hands-on experience with HR software, payroll expertise, and her over six years of experience as an HR generalist.

Our options included:

• Gusto.
• RUN Powered by ADP.
• BambooHR.
• GoCo.
• Rippling.
• Homebase.

• Bob.
• Sage HR.
• Deel HR.
• Paycor.
• Paychex Flex.

We looked for key HR system features that streamline workforce management, payroll, benefits administration, and employee data recordkeeping. In addition to checking online user reviews, we researched the compliance tools, document storage, reporting, third-party software integrations, data privacy, and customer support options offered. If available, we leveraged free trials and demos to assess each software’s functionality and ease of use.

I also added my expert rating to each criterion, where I considered the effectiveness of that area or feature. Then, I narrowed down the list to my top five recommendations.

Below is a breakdown of the evaluation criteria.

HRIS: 18%

This criterion covers the basics of HR software, such as its central employee database, company directory or org chart, and document management functionalities. Software with robust employee recordkeeping features, onboarding and offboarding workflows, and self-service portals earned top marks. HRIS features comprise 18% of the software’s total score.

Pricing: 15%

Pricing accounts for 15% of the weighted score. Software with transparent pricing, discounts, free trials, and zero long-term contract requirements received the highest scores. I also considered each platform’s scalability and “value for money,” which determines whether the number of features in each price tier or module is competitive with other vendors in the space.

Platform and interface: 15%

How easy is the platform to use? Does it offer a mobile app? Can it be deployed onsite, or is it purely cloud-based? And will employee’s data be safe? This category covers the solution’s intrinsic features and offerings, including its HRIS integrations and how well these can connect with your current tech stack. This category represents 15% of the platform’s total score.

Payroll: 12%

Payroll accounts for 12% of the weighted score. For this criterion, we checked if pay processing is included in the basic plan or if it’s a paid add-on. We also considered critical payroll features like unlimited pay runs, integration with accounting software for easy bookkeeping, and automatic federal, state, and local payroll tax filings.

Customer support: 10%

This criterion comprises 10% of each platform’s overall score. Here, we looked at the customer support hours and whether phone, email, and/or support tickets and live chat are available. We also checked if the provider has an online knowledge base or community forum and if it offers HR or payroll advisory services.

Benefits administration: 9%

Here, we looked for benefits administration capabilities and if you’re allowed to bring your own broker. We also checked if the system supports open enrollments for employees and EDI carrier feeds for easy benefits data updates between the platform and the insurer’s system. This criterion comprises 8% of each platform’s overall score.

Workforce management: 9%

Workforce management represents 9% of the platform’s overall score and includes scheduling, leave monitoring, and time management features. The best software offers native functionality for all of these modules, plus a mobile app where employees can easily clock in/out.

Reporting and analytics: 7%

We looked for report templates that you can readily use. We also evaluated each platform’s capability to create custom reports and schedule automatic report releases to stakeholders. Reporting and analytics account for 7% of the software’s score.

User reviews: 5%

User reviews from third-party software platforms like G2, Capterra, TrustRadius, and Gartner accounted for 5% of the software’s overall score. I focused on software that received at least 3.5 out of 5 stars on these sites. Because users have real-world experience with each platform, they played a significant role in narrowing down my list of top products to compare.

Update notes

• Sep. 5, 2025: Hanna Sillo updated the pricing details for Gusto’s HR resources and priority support, now available under Simple and Plus plans.
• Feb. 18, 2025: Robie Ann Ferrer used a new scoring rubric with criteria that focused on the employee data and workforce management side of HRIS platforms. Paychex Flex and Paycor were added to the rubric, while TriNet HR Platform was removed because TriNet has incorporated it into its HR Plus outsourcing product. Then, she evaluated the newly added software and updated the scores of others on the list. As a result, Gusto replaced Rippling as the best overall. Robie also rewrote most of the article and updated product information, pricing, and key features.
• Sep. 19, 2024: Irene Casucian updated Bamboo HR’s pricing information and adjusted our analysis accordingly.
• Aug. 19, 2024: Kaylyn McKenna expanded the FAQs and added an overview of the benefits of HRIS systems. Kaylyn also updated information regarding countries serviced for vendors and updated the article to reflect that Rippling Unity is now Rippling Platform. Jessica Dennis also added the section “Why you can trust my advice.”
• Jun 21, 2024: Kaiti Norton updated the formatting to highlight Jessica’s expert scores and analysis.
• Apr. 19, 2024: Jessica Dennis updated her evaluation of TriNet Zenefits to reflect its rebranding as TriNet HR Platform. She also revised her analysis of BambooHR Essentials following its subscription tier change to BambooHR Core. Finally, she added sub-criteria ratings for each vendor, corrected the pricing tiers for GoCo, added a screenshot of GoCo’s customizable workspaces, and updated scoring where appropriate.
• Mar. 25, 2024: Jessica Dennis reevaluated our top HRIS choices for 2024 using an objective scoring rubric. She also updated the copy, product information, prices, and key features.
• While this article was in production, TriNet announced that the brand Zenefits no longer exists. BambooHR also changed its subscription plans. As we gather more details on these changes, we will update our analysis to reflect any new features that affect each product’s scores.
• Nov. 14, 2023: Kaiti Norton verified the current pricing information for each vendor and updated Zenefits to reflect the new pricing for its Zen package.
• Oct. 18, 2023: Kaiti Norton removed information about Gusto’s 529 college savings benefits, which the company no longer offers. She also updated some of the formatting elements.
• Aug. 30, 2023: We added videos for BambooHR and GoCo.
• Aug. 21, 2023: We updated some of the formatting elements and verified the current pricing details for each vendor.
• Jul. 26, 2023: We revised the formatting of the article for improved efficiency and visual flow. We also reviewed our choices for accuracy, replaced Cavu Essentials with GoCo, and outlined our methodology.

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1. Gusto

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Best HRIS software overall

Overall Score

3.99/5

User reviews

4.64/5

Pricing

3.5/5

Customer support

4/5

Platform and interface

3.88/5

HRIS features

4.33/5

Reporting and analytics

4/5

Payroll features

4.44/5

Benefits administration

3.5/5

Workforce management

3.88/5

What are the perks of using Gusto?

• Payroll, benefits, basic hiring, and onboarding in all plans.
• Access to Gusto-brokered health insurance.
• Global payroll capabilities.
• Customer service is available by phone, email, or chat.

What are the downsides of using Gusto?

• Time tracking, scheduling, and performance reviews are reserved for higher tiers.
• No electronic data interchange (EDI) for easy benefits data transfers to third-party insurers.
• A dedicated account manager is only available with the Premium plan.

Why I chose Gusto

If you’re new to paying employees and also want basic HR tools with your payroll system, Gusto is a great entry point into people management software. The interface is lean and easy to navigate. Besides offering a reasonably priced starter plan, Gusto handles state new hire reporting and has various HR tools to handle the entire employee lifecycle—from hiring to retiring. In my evaluation of the top HRIS systems, Gusto earned an overall score of 3.99 out of 5,with high marks of 3.5 and up in all criteria, mainly due to its feature-rich platform.

Gusto is widely known for its full-service payroll, compliance support, and tax filing services. However, it also offers financial management tools via its Gusto Wallet app and an extensive list of employee benefits plans like medical, dental, vision commuter, 401(k), health savings accounts (HSAs), and flexible spending accounts (FSAs). I appreciate its hiring and onboarding features, which make it easy to transition qualified candidates into new employees. You can create custom onboarding checklists and have your new hires submit documents and complete their Gusto profiles online. It even lets you send virtual cards to welcome new employees—a feature unique to Gusto.

About Gusto

Gusto is a cloud-based HR, payroll, and benefits platform for SMBs. It started out as a payroll company but has expanded its offerings to include time tracking, performance reviews, global contractor payments, and employer of record (EOR) services to help you hire and pay international employees.

As a payroll platform, it automatically calculates wages, deductions, and taxes. It ensures payroll compliance by handling tax remittances and filings at all levels (federal, state, and local). It also keeps track of changing labor laws and tax regulations, so you’re always up to date. With built-in time tracking and time off management tools, you don’t have to input attendance data manually—Gusto will capture the actual work hours for pay processing.

As an HRIS, it stores employee information and documents in a centralized database. It creates an online org chart and company directory based on your employee data. You can also build custom onboarding checklists, add the documents that new hires need to electronically sign or complete, and assign tasks to streamline the onboarding process. You can set due dates for tasks, and its HR automation tools will send reminders so you don’t have to. However, unlike the other HRIS systems on my list, you must upgrade to Gusto’s higher tiers to access online org charts, staff directories, and customization options.

What makes Gusto stand out?

Software provisioning and de-provisioning

Gusto, Deel, and Rippling are the only HRIS platforms on my list that can create, manage, and remove your employees’ access to commonly used business software, such as Slack and Zoom. The only difference is that Rippling has a wider network of partner systems—more than 600; whereas Gusto and Deel only connect with over 150 and 110 apps, respectively.

However, Gusto offers these functionalities in its basic plan. With Rippling and Deel, you have to purchase its IT modules to manage business app access. Gusto also makes it easy to remember to set up new hire software accounts because its standard onboarding template includes a reminder for this.

Onboarding checklists

I like how Gusto designed its onboarding checklist. It is segregated into three parts: Before Day 1, On Day 1, and After Day 1. This allows you to create an onboarding strategy with tasks that cover pre-boarding requirements, the first week or month orientation schedule, and planned 30-, 60-, or 90-day check-ins with new employees to get feedback and see how they’re doing.

While the standard template contains basic tasks, you can easily input your own. Plus, Gusto automatically adds the payroll and compliance tasks your new hires need to complete and submit, such as the I-9 and W-4 forms. This saves you time from manually including these requirements in your onboarding checklist and ensures that you don’t miss important new hire forms.

BambooHR may have a similar template, but it’s arranged by tasks and the departments responsible, such as HR and IT. While Rippling has an onboarding checklist you can download for free, it isn’t customizable. Although Rippling lets you build custom tasks to delegate assignments and custom reports to track who completed the onboarding, you have to go to separate modules. With Gusto, you can create tasks, assign the person responsible, and set deadlines, all within its onboarding checklist tool.

Simple pay runs

With Gusto, you can process employee payments with just a few clicks. If you don’t expect any changes to specific pay schedules like monthly payouts, you can set payroll to run automatically. It also has a customizable payroll spreadsheet, allowing you to filter and move columns so you can see the pay data you want.

In addition to US contractor payments, it also supports payouts for global contract workers in more than 120 countries. It can even pay international employees through its EOR service, but this is only limited to the following countries as of this writing:

• Australia
• Brazil
• Canada
• Germany
• India
• Ireland

• Mexico
• Spain
• Netherlands
• Philippines
• Portugal
• United Kingdom

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How is Gusto priced?

Gusto’s pricing starts at $49 monthly plus $6 per employee per month (PEPM). You can choose between three tiers: Simple, Plus, and Premium. It also offers a contractor-only payroll plan for $35 per month plus $6 per contractor per month*.

Gusto plans

Simple

Plus

Premium

$49/mo. + $6 PEPM

$80/mo. + $12 PEPM

$180/mo. + $22 PEPM

Includes:

• Unlimited single-state full-service payroll.
• Auto-run payroll.
• Two- and four-day direct deposits.
• Basic support.
• Employee self-service.
• Gusto-brokered health insurance.
• Basic hiring and onboarding.
• Basic paid time off (PTO) policies.
• Custom admin permissions.
• Reports for payroll and time off.
• Accounting, time tracking, and expense management integrations.

Includes everything in Simple, plus:

• Unlimited multi-state full-service payroll.
• Next-day direct deposits.
• Advanced hiring and onboarding.
• PTO management.
• Time tracking and project tracking.
• Time kiosk.
• Scheduling.
• Reimbursement and expense claim management.
• Workforce costing and custom reports.
• Employee directory and printable org charts.

Includes everything in Plus, with:

• Dedicated customer success manager.
• HR templates for handbooks, job descriptions, and policies.
• Proactive federal and state labor law compliance alerts.
• Access to certified HR experts.
• Account setup and payroll data/HRIS migration support.
• Health insurance broker integration.
• R&D tax credit discount.
• Priority support.

Gusto contractor-only plan

• Monthly fee: $35 plus $6 per contractor.
• Includes unlimited US contractor payments, four-day direct deposits, 1099-NECs at the end of the year, and new hire reporting, if required in your state.

Add-ons

• International contractor payments: Price varies by foreign exchange rate.
• State tax registration: Prices vary by state.
• R&D tax credits: Pay 15% of identified tax credits.
• Gusto Global: $699 PEPM.
• Health insurance broker integration: $6 per month per eligible employee.
• 401(k) retirement savings: Price varies by 401(k) integration.
• Health Savings Accounts (HSAs): $2.50 per month per participant.**
• Flexible Spending Accounts (FSAs): $4 per month per participant, with a $20 per month minimum.**
• Dependent care FSAs: $4 per month per participant, with a $20 per month minimum.**
• Commuter benefits: $4 per month per participant, with a $20 per month minimum.**
• Workers’ compensation: Price of premiums only.
• Life and disability insurance: Price of premiums only.
• Next-day direct deposit: $15/mo. + $3 PEPM.***
• Time tracking: $6 PEPM.***
• Performance reviews: $3 PEPM.***
• Priority support: $30/mo. + $3 PEPM****
• HR resources: $50/mo. + $5 PEPM****
• Annually updated labor law posters: $8.99/mo. (onsite posters); $10/mo. for up to five employees, plus $1/mo. for each additional employee (ePoster service for remote employees).

*For new clients, Gusto waives the $35 monthly base fee for the first six months. This could change anytime, so please explore its website for the latest deals.

**Annual $200 service charge covers HSAs, FSAs, dependent care FSAs, and commuter benefits.

***Add-on is only for the Simple plan; it is included for free with the Plus and Premium tiers.

****Starting October 1, 2025, Gusto will offer priority support and HR resources as separate add-ons for both Simple and Plus plans.

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2. BambooHR

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Best for employee experience

Overall Score

3.85/5

User reviews

4.57/5

Pricing

2.63/5

Customer support

3.63/5

Platform and interface

4.5/5

HRIS features

4.63/5

Reporting and analytics

4.5/5

Payroll features

4.13/5

Benefits administration

2.38/5

Workforce management

3.75/5

What are the perks of using BambooHR?

• Self-service features allow employees to find information and accomplish HR tasks independently.
• Built-in calendar to see employee availability and vacation time for easier PTO management.
• Out-of-the-box reporting and HR analytics for small businesses.
• Access to more than 125 integration partners.

What are the downsides of using BambooHR?

• Payroll, time tracking, and benefits administration are add-on features for an additional fee.
• No built-in scheduling tools.

Why I chose BambooHR

If you have both office and field employees with varying levels of digital literacy, BambooHR’s simple interface and quick access features make it stand out for the employee experience. Coming in with an overall score of 3.85 out of 5, BambooHR is an excellent HRIS for first-timers needing a single system of record for their people data.

BambooHR also consistently scored 3.5 or above in nearly every category except pricing and benefits administration, illustrating its jack-of-all-trades HR feature set. While this makes BambooHR a highly accessible platform, it also means its various modules lack some of the features to support more complicated business scenarios, like global payroll.

But, if your goal is to implement and track your HR data processes, BambooHR is the easiest to start with.

About BambooHR

BambooHR’s intuitive interface makes it one of the easiest HRIS for first-timers to learn. One way it does this is by providing access to almost all of its capabilities on its mobile app. This is great if you or your HR team travel between multiple locations and need a way to complete HR processes on the go. I particularly like how employees can request time off directly from the app’s homepage, which immediately notifies their manager.

BambooHR also has pre-configured approval workflows, reports, and permission sets. Besides speeding up the implementation process, these functionalities help standardize and streamline time-off approvals and other company policies. This means less hassle if you’re a small business without clearly defined processes.

Compared to Gusto, which has payroll as its core platform, BambooHR’s main software is HR. Its starter plan, Core, includes document retention tools, time-off management, onboarding, and access to standard pre-built reports and analytics. It also comes with applicant tracking features, although it’s more manual than a standalone applicant tracking system (ATS). However, it is enough if you only want one platform to manage both your incoming and existing employees.

What makes BambooHR stand out?

Intuitive user interface

BambooHR is one of the easiest platforms to navigate as it uses a simple system of horizontal tabs to organize and access various people functions. It only takes one or two clicks to access the information you need. It also feels significantly less cluttered than alternatives like GoCo, which lists every module and feature on the left rail without any meaningful categorization.

One of the best features of BambooHR is the ability to rearrange and edit your homepage with widgets that are meaningful to you. For example, if you want your company’s turnover report front and center, you can drag and drop it to where you want on your homepage.

Similar customization options are available in your employee profile, allowing you to move your various tabs—like Personal, Time Off, and Documents—in the order you want. If you have permission access, you can edit and add different fields within each tab, like your address, job, and salary fields in the Personal tab, to quickly access the information that applies to you.

See what BambooHR’s homepage looks like in our video overview:

Employee self-service

BambooHR emphasizes employee self-service to free HR staff from completing mundane data entry tasks, like updating an employee’s address. It places the responsibility on employees to make these changes either on a desktop or within its mobile app.

If you purchase BambooHR’s Pro plan or other add-on modules like time tracking, the number of self-service options employees can access increases. This is unlike Gusto, which doesn’t have a mobile app, and Rippling, which offers separate apps for employee self-service and time tracking. Moreover, employees can access many self-service features directly from BambooHR’s homepage, such as requesting time off or clocking in and out of shifts.

While this may seem small, it makes it much easier for employees to complete everyday tasks with less effort. In contrast, clocking in for a shift on the desktop version of Rippling requires at least three clicks with its time and attendance module add-on. This adds unnecessary complexity to a common task, especially for tech-averse employees.

Gallery

How is BambooHR priced?

BambooHR overhauled its subscription plans in early 2024, changing its Essentials and Advantage tiers to Core and Pro. Core and Pro now come with more modules; in particular, Core customers now have access to onboarding and hiring, which BambooHR previously reserved for its Advantage subscribers.

It also offers discounts if you purchase the HR, payroll, and benefits modules. BambooHR only becomes competitive once you take advantage of its volume discounts, but even then, other top-rated HRIS systems like Gusto may be more affordable. While BambooHR remains the better choice if you want a cohesive interface built upon native modules, you should expect to pay more as a result.

BambooHR plans

Core

Pro

For up to 25 employees: $250 per month flat rate*For more than 25 employees: $10 PEPM*

For up to 25 employees: $425 per month flat rate*For more than 25 employees: $17 PEPM*

Includes:

• HRIS and reporting.
• Hiring and onboarding.
• Time off and benefits tracking.
• Employee experience surveys and rewards.
• Access to BambooHR’s integration marketplace.
• Chat and email support.

Includes everything in Core, plus:

• Performance management.
• Employee community.

Add-ons

• Payroll**
  • For up to 25 employees: $190 per month flat rate*
  • For more than 25 employees: $7.47 PEPM*
• Benefits administration
  • For up to 25 employees: $140 per month flat rate*
  • For more than 25 employees: $5.48 PEPM*
• Time tracking
  • For up to 25 employees: $3 PEPM*
  • For more than 25 employees: $2.97 PEPM*
• Quickstart system implementation
  • For the Core plan: $399 one-time fee
  • For the Pro plan: $499 one-time fee

*Pricing is based on a quote I received. Volume discounts apply after 25 or more employees.

**Please note that additional factors, like the number of FEINs or states where you need payroll, can affect this price. Contact BambooHR for specific pricing quotes.

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3. GoCo

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Best for employee recordkeeping

Overall Score

3.67/5

User reviews

3.9/5

Pricing

1.88/5

Customer support

3.38/5

Platform and interface

4.5/5

HRIS features

4.48/5

Reporting and analytics

4.5/5

Payroll features

4.13/5

Benefits administration

2.75/5

Workforce management

3.5/5

What are the perks of using GoCo?

• Ability to select authorized representatives to verify new hire’s I-9 identifications, including non-business personnel.
• AI knowledge base to quickly search for information from uploaded documentation.
• Ability to test drive GoCo through its product tour to determine product fit.

What are the downsides of using GoCo?

• GoCo requires you to sync payroll with your current provider or to embed payroll through its partnership with Gusto.
• Modules like performance management, time-tracking, and HR support are add-ons.

Why I chose GoCo

If your main goal is to move toward 100% electronic recordkeeping, GoCo is the best choice for digitizing paper files and creating a single source of truth for company processes. Its capability to automate employee data collection and self-service makes it third on my shortlist, scoring 3.67 out of 5. I also appreciate that it lets you test out the platform’s full capabilities with its free product tour.

However, GoCo lost points for its lack of native payroll and lackluster reporting. It does have a payroll add-on, but it is offered via Gusto. While these may not be issues that affect you if you do your own payroll, GoCo has a paid auto-payroll sync service that lets you bring your own provider and connect its system with GoCo for easy attendance and benefits data transfers if you want to use its HR platform.

About GoCo

Focusing solely on its HRIS features, I was impressed with GoCo’s auditable document tracking and collaboration features. In addition to pre-built employee preboarding procedures like collecting I-9 and W-4 paperwork, you can also create custom fields that are uniquely relevant to your business. For example, you can gather uniform sizes for frontline workers or fun facts to use during orientation training.

If you lack other collaboration apps like Microsoft Teams, GoCo’s homepage lets you send company-wide notifications for things like emergency closures and company events. And, if you upgrade to at least its Growth plan, you are granted access to GoCo’s message broadcast tool, which lets you send emails and texts directly to employees within the app.

GoCo also anticipates and accommodates employees’ needs by allowing them to clock in and out of shifts, view upcoming holidays, and see PTO accruals directly from the homepage. Even its knowledge base AI assistant ensures employees don’t have to look through your company documentation to find your bereavement leave policy. Its AI tools can also provide a summary of an employee’s performance and employment history to help you prepare for review meetings or make data-driven decisions for promotions and staff movements.

What makes GoCo stand out?

Customizable documents

GoCo’s document management capabilities allow you to move away from paper processes by uploading physical documents and transforming them into fillable forms that collect legal eSignatures. You can even insert variable fields, like employee name and title, that populate dynamically for each person, reducing the time it takes to complete the form.

One of the most appealing features of GoCo’s documents module is that you can drag and drop forms into its editor from multiple sources, including Google Drive. Even more unique, you can take a picture of your form and upload it directly within the platform—a helpful feature if you need to digitize old hard copies and don’t have access to a scanner.

Employee profiles

One of the things that I like most about GoCo is the time feature of its employee profiles. System administrators and managers can add shared or private notes, praise, or feedback within employee profiles to provide a historical record of their successes and stumbles. Employees can also share notes with their managers, including personal achievements, challenges, and one-on-one meeting notes.

GoCo is not a full-fledged performance management or employee engagement platform. However, these notes make it easier to track employee development, complete performance reviews, and keep employees invested in their own success.

Customizable workspaces

If you’re a small business trying to create consistency in a work process, GoCo’s customizable “spaces” module provides a simple way to centralize a business operation in one place. For example, you might have a space dedicated to expense management procedures. Within the space, you can access the form to request expense reimbursement or start a workflow for managers to collect and review receipts for approval.

For example, I created a GoCo space to help streamline workplace injury procedures. I added widgets to start a workers’ compensation claim, access injury forms, and view workflow process analytics. If managers constantly ask HR staff what to do in certain situations or if you have process documents stored in multiple locations, this is an efficient way to centralize the information.

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How is GoCo priced?

GoCo offers three plans: Core, Growth, and Ultimate. It also offers paid add-ons for payroll, benefits, time tracking, and payroll data syncs if you want to continue using your existing payroll provider to pay employees. The pricing information for each isn’t published on its website, but you can get an instant quote by answering an online form that requires your name, work email and phone number, company name, and number of employees.

Note, however, that it only shows the starter annual fees based on the plan and add-ons selected and the employee count you indicated. You still need to contact GoCo’s sales team to request exact pricing details. For example, the online quote I received for its Core plan showed an annual fee of $3,000 to $3,500 for 25 employees.

GoCo plans

Core

Growth

Ultimate

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Includes:

• HR data and reporting.
• Hiring and onboarding “magic” workflows.
• “Magic” docs and electronic signatures.
• Employee and manager self-service.
• Time off management.
• Org chart and directory.
• Company announcements.
• Configurable user permissions.
• Reporting and analytics.
• Auto payroll sync dashboard.
• Mobile app.
• Delivered integrations.
• Dedicated service team.

Includes everything in Core, plus:

• Recruiting.
• Message broadcast for mass sending custom emails and texts.
• AI knowledgebase.
• “Magic” workflows.
• Expense management.
• HR compliance toolkit.
• Live compliance advisors.

Includes everything in Growth, plus:

• Unlimited “magic” workflows.
• Performance management.
• Goal tracking.
• Employee timeline.
• 1 on 1s.
• Props and praise.
• eNPS.
• Team surveys.

Add-ons

• Payroll.
• Auto payroll sync service.
• Benefits administration.
• Time and attendance.

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4. Rippling

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Best for growing businesses

Overall Score

3.64/5

User reviews

4.78/5

Pricing

1.88/5

Customer support

2.53/5

Platform and interface

4.5/5

HRIS features

4.63/5

Reporting and analytics

3/5

Payroll features

4.13/5

Benefits administration

3.13/5

Workforce management

4.19/5

What are the perks of using Rippling?

• Detailed reporting and analytics are included in every plan.
• Compensation banding to create salary consistency across roles and levels.
• Customizable workflows and automation tools.
• In-app compliance tracker to avoid potential domestic and international time and labor violations.

What are the downsides of using Rippling?

• Pricing isn’t all transparent or difficult to find on its website.
• Expensive solution if you only need an electronic employee record.
• Must purchase additional modules for payroll, time tracking, and benefits administration.
• High learning curve for custom reports and automation.

Why I chose Rippling

With a 3.64 out of 5 score, Rippling is the most versatile HRIS software in my lineup. It can easily adapt to your business needs without relying on a patchwork of third-party HR applications. Rippling’s HR, payroll, finance, and IT cloud modules build upon and amplify the core Rippling Platform so it becomes more advanced as you grow.

However, it can get pricey as you add more features. Plus, if you’re a new business owner looking for basic HRIS tools, Rippling may have more features than you need. You likely don’t require advanced system workflows and an integration network that connects with over 600 business apps.

That said, Rippling is ideal to use if you have plans to grow your business because the software can scale with you. You can start with the base Rippling Platform and then add advanced HR tools, like headcount planning and performance management, as your people’s needs become more complex.

About Rippling

Rippling Platform is the HRIS that serves as the backbone of the entire Rippling suite. You have to purchase it before accessing other modules in its HR, payroll, finance, and IT cloud product lines. Looking solely at its HRIS capabilities, Rippling is not the best choice if this is your first HR software or if you simply want a place to store your employment data electronically. For example, you must manually establish approval workflows for things like paid time off (PTO) requests. While it offers “Recipes” or pre-built automation templates, the extra step of choosing and modifying the right recipe can be tedious for new HR software users.

Plus, its standard customer service options are relatively disappointing. As a first-timer, you might want to call and speak to customer service representatives to troubleshoot issues. Unless you purchase Rippling’s HR Help Desk module, professional employer organization (PEO), or EOR services, you’re limited to emailing or submitting a support ticket.

Instead, Rippling’s strength comes from its flexibility, HR automation, and data analytics that overshadow its competition. This is likely a result of Rippling’s heavy IT focus as it looks for ways to integrate and access the workplace tools you use daily directly from its homepage. It can even shorten ramp-up times for employees by helping your HR and IT teams distribute and manage devices and apps directly within the platform.

Want to learn more about Rippling’s capabilities? Check out our video overview:

What makes Rippling stand out?

Workflow automation

Rippling comes standard with Workflow Studio, a customizable automation builder. With it, you can automate processes for nearly every data field in the system.

Although GoCo offers something similar called Workflow Builder, it functions much more as a way to monitor task completion for a process among various collaborators. For example, it helps notify appropriate stakeholders when to perform tasks like reviewing promotions or running background checks.

In contrast, Rippling’s automation capabilities support “set it and forget it” workflows. For example, you can automatically assign training courses based on data like employee start date or role. Or you can automatically send reports to relevant stakeholders each month. This can make your HR staff much more efficient so they can focus on more strategic work, like improving employee retention.

Workforce insights

Rippling allows you to customize reports and rich data visualizations, which is impressive compared to most basic HRIS platforms. Plus, as you upgrade to higher Rippling plans or add on optional modules, its workforce analytics capabilities become more comprehensive and complex.

For example, Rippling lets you combine and manipulate data from three or more sources. This allows you to connect and draw insights about the data points that matter the most, like salary change trends relative to learning and development course completion. If you’re a spreadsheet whiz, you can use Excel-like formulas to construct your reports for even more granular conclusions.

Though Rippling’s analytics rival many human capital management (HCM) systems, they may be too complicated for some businesses. Rippling offers pre-configured report templates, but you must create the data visualizations you want yourself, which can take time to learn how to construct. On the other hand, GoCo forces you to start with a report template even if it would be easier to start from scratch.

PEO and EOR services

Rippling offers PEO and EOR services to support your business operations as they grow. While Deel HR also offers PEO and EOR services, Rippling differentiates itself by making these services more of a strategic choice for your immediate business needs rather than a long-term commitment.

For example, as a small business, you may only have one person looking after HR, accounting, and other administrative responsibilities. You can leverage Rippling’s PEO services to cover the tedious but necessary processes of HR, like payroll, without compromising labor law compliance.

As you grow and add more knowledgeable HR staff, you may no longer need its PEO services. Rippling understands this and includes an easy on/off switch directly within the platform so you can sever PEO ties without any long-term contracts. This differs from other PEOs that rely on creating long-term partnerships with small businesses that have limited growth expectations.

The same flexibility extends to Rippling’s EOR services. For example, Rippling will help you transition to hiring, managing, and paying your international workforce once it makes sense for you financially to move these processes in-house. Rippling’s business model lets you transition between these different states, so you’re supported even when growth plans change.

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How is Rippling priced?

Rippling starts at $8 per employee per month (PEPM) plus a $40 per month base fee. However, it wasn’t specified on the website which Rippling Platform plan and modules are included in the starter fee. So, it’s best to contact Rippling to discuss your requirements and request and quote.

With the Rippling Platform plans, you get two options: Core and Pro. It comes with several paid add-ons, such as unlimited workflows, custom apps, and access to the Rippling API Platform, which enables you to connect its system with over 600 third-party business apps. You can also purchase its HR, finance, payroll, and IT modules to enhance the core platform’s overall functionality,

Rippling Platform plans

Core

Pro

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Includes:

• Global employee graph.
• Workflows and automation.
• Role-based permissions.
• Auto-localization tool that automatically translates content based on employee location.
• Workflow studio for creating workflows.
• Custom workflows for onboarding events only.

Includes everything in Core, plus:

• Formula fields, which can be used in reports and workflows.
• Advanced reports.
• 10 custom workflows for any event or action in Rippling.
• Webhooks in workflows, which lets one app send automated notifications to another app based on specific events or actions.

Add ons

• U.S. and global payroll.
• Benefits administration.
• Time and attendance.
• Flex benefits (FSA, HSA, and commuter).
• Recruiting.
• Scheduling.
• Learning management.
• Pulse (employee engagement).
• Headcount planning.
• Performance management.

• App management.
• Device management.
• Inventory management.

• Corporate cards.
• Expense management.

Additional services

• ACA and COBRA administration.
• HR Help Desk (HR Support).
• PEO services.
• EOR.

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5. Deel HR

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Best HRIS for global HR management

Overall Score

3.58/5

User reviews

4.06/5

Pricing

3.13/5

Customer support

3.65/5

Platform and interface

3.19/5

HRIS features

4.25/5

Reporting and analytics

3.25/5

Payroll features

3.69/5

Benefits administration

3.5/5

Workforce management

3.5/5

What are the perks of using Deel HR?

• Deel’s HRIS module, Deel HR, is free to use.
• Offers US and global HR and payroll services.
• Deel HR is available in over 150 countries.

What are the downsides of using Deel HR?

• US payroll, benefits, performance management, and career management tools are paid add-ons.
• Can get pricey depending on the features you get.

Why I chose Deel HR

If you’re on a budget and are expanding internationally, consider Deel HR since it’s free to start. You get all the basic HRIS features, such as a centralized database, onboarding and offboarding tools, time off management, online org charts, time tracking, and reports. Like Rippling, Deel HR localizes employee profiles for over 150 countries. You can even automate task lists and notification workflows similar to GoCo.

In my evaluation, I gave it an overall score of 3.58 out of 5. While it earned the highest mark (4.25) in HRIS, Deel HR’s platform is much less feature-rich than competitors like Rippling. In particular, Deel HR lacks native staff scheduling solutions, forcing you to integrate with third-party solutions. It also does not support project tracking for your contingent workforce.

About Deel HR

Deel is widely known for its EOR and global payroll tools, but it has also released products specific to the US market, such as its US Payroll and US PEO modules. The platform that brings all of its tools together is Deel HR, an online HRIS solution that can help you manage HR and your employees in over 150 countries.

Out of the HRIS systems I reviewed, Deel HR is the most budget-friendly—mainly because it is free. This is great if you already have an outsourced payroll provider handling your employee payment processes and only need an HRIS to securely manage staff data. What I also like about Deel is the flexibility it offers to clients. You can start with Deel HR and then get its payroll add-on as your HR needs grow. If you need more advanced HR features, its career management module can help you plan and create career paths for every role and job level in your organization. With its AI tools, you can easily draft in-depth career path frameworks online.

However, pairing it with Deel’s other modules increases its price. If you add payroll, be prepared to shell out $19 PEPM for US payroll. In this case, Gusto is the better option since its basic plan comes with both HRIS and pay processing functionalities but at a lower monthly fee.

What makes Deel HR stand out?

Feature-rich free HRIS

As a free HRIS software, Deel HR not only stores employee data and documents, it also automates processes, manages expense reimbursements, and analyzes global costs. Its reporting function includes powerful dashboards that show actual and forecasted headcount, DEI data, analytics, and more. It creates employee directories, but you can customize them to fit your needs. It also includes self-onboarding tools, which Deel claims that new hires can complete through its platform in five minutes.

Talent development

One of my favorite Deel modules is Deel Engage, which primarily contains talent development solutions. It has a drag-and-drop learning course builder with AI tools to help you create content faster. It also lets you run employee engagement surveys, build career paths, and manage performance reviews. Plus, its HR plugins for Slack help reduce the time it takes to switch between Deel and Slack if you want to share org charts, send surveys, and recognize a colleague for a job well done or a work milestone.

While Rippling may have similar functionalities, you have to purchase different modules to add training, performance, and survey management to its core platform. It also lacks the career paths that Deel offers.

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How is Deel HR priced?

Deel offers HR and payroll services and products that cater to US and global businesses of all sizes. Pricing for its EOR service and global payroll tools are in the average range compared to the companies that offer similar products, but its HRIS platform is the cheapest among those that I reviewed—mainly because it’s free and has an impressive range of features included in the Deel HR platform. It even has time tracking functionalities, a paid add-on with BambooHR, GoCo, and Rippling.

• Deel HR: Free
• US payroll: Starts at $19 PEPM
• US PEO: Starts at $79 PEPM
• Deel engage: Starts at $20 PEPM
• EOR: Starts at $599 PEPM
• Global payroll: Starts $29 PEPM; this is for global companies with locally owned entities that need help handling employee payments
• Contractor management: Starts at $49 per contractor per month; this is for global companies that only need to hire and pay international contractors
• Immigration: Call for a quote

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Human resources information system FAQs

How long does HRIS implementation take?

Timelines often depend on the following:

• The vendor you choose
• White-glove vs. self-service implementation
• The volume of data you have to migrate
• The HRIS integrations you have to configure
• The customizations you need

A simple setup can take two to four weeks, while more complex implementations with payroll and benefits may stretch closer to 8 weeks.

What are the main components of an HRIS system?

Most HRIS platforms include:

• An employee database
• Compliance tools
• Reporting and analytics
• Time tracking
• Payroll
• Benefits administration

Each HR tool will have slightly different offerings. Some HRIS systems focus primarily on the employee database function while others support a broader range of human resource management functions.

If your preferred HRIS does not support an HR function that you need, you may be able to integrate a separate standalone solution with your HRIS platform to allow both systems to work together and share data.

What is the business impact of an HRIS system?

An HRIS speeds up administrative work like file management and reporting, freeing HR staff for higher-value tasks. It also supports compliance with secure data storage and helps leaders make smarter decisions with easier access to workforce insights.

Do HRIS systems include payroll?

Payroll is sometimes built in but often comes as a separate module or add-on. Linking HRIS with your payroll software centralizes employee data and most core HR functions so it’s more convenient and efficient for HR staff and employees to use.

Do HRIS systems support recruiting?

Some HRIS platforms provide basic recruiting tools, such as job postings and applicant tracking. For more advanced needs, there are optional add-ons for background checks or compensation benchmarking.

What’s the ideal type of HRIS for your business?

As a repository for employee data, the HRIS system houses various employee data to support the full scope of HR. There are five main types of HRIS: tactical, operational, strategic, comprehensive, and specialized.

Tactical HRIS

Tactical HRIS supports HR in fulfilling basic aspects of employment, such as payroll and benefits management. These are the most typical types of information systems found in the solutions discussed here.

For example, Gusto includes tactical information systems to support both payroll and benefits administration, while Bamboo1HR can perform those functions if you add them to its basic system.

Operational HRIS

Operational HRIS are those that support talent acquisition and talent management. Applicant tracking features of some HRIS solutions help with talent acquisition, while performance management, also typically an optional feature of an HRIS system, assists with talent management.

The ATS and performance management functionalities usually come standard in more complex human resources management systems (HRMS). If your company needs recruiting tools and performance management, check out our Top HRMS solutions that support talent management and retention.

Strategic HRIS

Strategic HRIS, such as learning management systems (LMS), helps companies retain employees by filling necessary skills gaps and supporting employee experience and career growth. These are most often found in human capital management (HCM) solutions but are included in some HRIS and HR management software solutions as well.

If you’re looking for tools that support strategic HR functions, such as workforce analytics and talent development, check out our list of Top HCM vendors.

Comprehensive HRIS

Comprehensive HRIS platforms bundle all of the functions above—or a combination of them—into one platform. All vendors described here are considered comprehensive information systems.

Specialized HRIS

Limited-function or specialized HRIS systems focus on one or a few core information systems to support a narrow list of HR functions. JazzHR, for example, is a standalone operational information system that supports recruitment and integrates with other HR systems.

Learn more about the different types of HRIS in our video below:

How can HRIS systems benefit your business?

HRIS systems offer several key benefits for businesses. The exact features and benefits will vary based on the HRIS technology vendor that you choose. Here are the biggest benefits that you can expect when investing in an HRIS platform for your organization.

Unsure of what an HRIS can do for you? Learn about the key benefits of HRIS software or check out our video below:

Better employee onboarding experience

HRIS platforms can support paperless onboarding for a more efficient and organized onboarding process. This makes it easier to onboard remote employees who will not be coming into the office in person to fill out their paperwork. It also cuts down on filing time and ensures that no paperwork goes missing, as the electronic onboarding documents can be instantly stored in the employee’s digital file.

HR analytics and reporting

Workforce analytics help your HR department make more informed, data-driven decisions. For example, HR analytics can help you monitor turnover rates to identify trends or potential contributing factors and implement an effective employee retention strategy. While the reporting capabilities of an HRIS may not be as robust as an HCM platform or full-service HR suite, HRIS systems can still be used to analyze employee data and generate basic reports.

Compliance support

HRIS systems offer a compliant solution for storing sensitive data. Electronic file management helps employers meet document storage requirements and provides a paper trail in the event of an audit. Some HRIS systems even offer federal, state, and local compliance tools or add-ons to help employers comply with meal break regulations, time off, and leave of absence, like FMLA.

Scalability

The HRIS functionality is the backbone of most HR software systems and HCMs, so investing in an HRIS is a smart investment for growth-stage businesses. For example, many HR software vendors offer a bare-bones HRIS that you can supplement with add-on modules and integrations as your employee headcount grows and your business needs begin to change. Then, once you’ve reached a critical mass, you’ll have the option to upgrade your HR software to the next tier of functionality without needing to switch vendors.

Fewer manual HR tasks

HRIS systems increase efficiency by streamlining common administrative HR workflows. The electronic paperwork management features of HRIS systems also cut down on filing and make it quicker to access and organize employee paperwork and information.

Looking for more advanced automations? Check out our roundup of thebest HRMS software to find solutions with great workflow customization and automation tools.

What does an HRIS cost?

The cost of an HRIS will vary based on several factors, including your employee headcount, feature requirements, and deployment expectations. HRIS features are often wrapped into full-service HR software suites, which will typically cost more than a standalone HRIS system.

Most HRIS software vendors use a per employee per month (PEPM) pricing model, which is usually the most affordable structure if you have a low headcount. However, keep in mind that cost comparisons between vendors will likely change as your organization grows, so it’s worth factoring in your future hiring plans as well.

If you’re looking for a budget-friendly HRIS solution, you can find options in the $5-$10 PEPM range. Note that these systems sometimes include base fees that cost anywhere from $35–$50 per month. However, there are a few options, like Deel HR, that are free to use.

For more information on the cost of HRIS systems and other HR software options, explore the resources below:

• How Much Does HR Software Cost?
• Paid vs Free HR Software: Which is Right For You?

How to choose the best HRIS systems in 2025

There are tons of top-rated HRIS systems in the market today, making it tough to decide which one is the right fit. Consider the steps below to help you find the right HRIS solution for your organization’s needs:

1. Map out your current workflows and identify pain points

List the HR tasks that take the most time or cause bottlenecks (payroll, time tracking, onboarding). These pain points highlight where an HRIS will add the most value.

2. Make a must-have vs. nice-to-have features list

Define the core features you can’t operate without—like compliance, employee records, or payroll—then note secondary features that would be helpful but aren’t essential.

3. Set a realistic budget and factor in future headcount

Compare per-employee pricing to your current team size, then forecast growth. Many systems get more expensive as you scale, so plan for what your costs will look like in a year or two.

4. Choose software that can scale with your business

Small HRIS platforms are great starters, but if you’re planning to grow, look for systems that let you add modules (like performance management or global payroll) as your needs expand.

5. Demo and test drive before you buy

Schedule vendor demos or sign up for free trials. Watch how intuitive the system is for your team, and ask about customer support response times during onboarding.

6. Check user reviews and real-world feedback

Browse sites like G2, Capterra, and TrustRadius, and read both the pros and cons. Look for trends in customer experiences with support, integrations, and implementation. Peer feedback helps reveal issues that may not show up in a demo.

Not ready to buy yet? Check out our comprehensive HR software guide to find the best HR system for your needs, or look at our list of the top enterprise HR software to compare solutions.

If you’re looking for a standalone payroll solution, check out our roundup of the best payroll software.